New survey probes internal attitudes toward RCMP

The RCMP wants to know if its members feel that their bosses and colleagues “demonstrate honesty,” that they’re “protected from reprisals” if they report wrongdoing, and how often they “feel like leaving the RCMP.”

Distributed to employees late last month, the “Professional Climate Survey” is intended to “enhance departmental policies, practices and procedures and create a better work environment for all employees,” survey respondents are told.

The survey coincides with the development by the force’s top brass in June of a “Professional Ethics Strategic Plan,” designed to “increase public trust” in the force and “ensure the RCMP is accountable and ethical.” The force is also in the midst of updating its code of conduct for the first time in 25 years.

Earlier this year, the force also introduced a new “Gender and Respect Action Plan,” as well as an “Interpersonal Workplace Relationship Policy” that states that romantic or sexual relationships between supervisors or those in positions of authority and subordinates must be reported in writing as they “raise concerns of conflict of interest, preferential treatment, bias and/or abuse of authority.”

These developments come in a period of considerable tumult for the force, punctuated by allegations of widespread sexual harassment, bullying and discrimination. Later this month, retired RCMP constable Janet Merlo — the lead plaintiff in a proposed class-action lawsuit against the force — is set to release a book documenting her 20-year RCMP career titled No One to Tell: Breaking My Silence on Life in the RCMP.

Robert Gordon, a professor of criminology at Simon Fraser University, said the survey appears to be well-organized, comprehensive and a signal that RCMP Commissioner Bob Paulson is trying to turn the organization around.

“Judging from the posture of the commissioner over the last few years, I get the impression this guy realizes there are significant, potentially fatal, problems with his organization. He’s trying to address some of these concerns,” Gordon said.

The survey asks members to indicate whether they think the RCMP is an organization with integrity, if they feel comfortable raising possible ethical breaches to their bosses, and if they feel confident that reports of possible wrongdoing will be addressed impartially. They can choose from five responses, ranging from “strongly disagree” to “strongly agree.”

Employees are also asked if their supervisors take prompt action when unethical behaviour occurs, and if they are aware that they and their supervisors “must resolve any real, apparent or potential conflicts of interest.”

In another section, employees are asked if they feel they had received adequate training, whether their workloads are manageable and if their supervisors listen to their concerns. They’re also asked if they feel they have been treated fairly and respectfully during their time with the force.

Employees are also probed on their intentions to leave the force. “How often do you actively look for another position outside the RCMP?” they’re asked. Again, they have five possible answers ranging from “never” to “always.”

They’re also asked — yes or no — if they’d recommend the RCMP as a place to work to family and friends.

Sgt. Greg Cox, an RCMP spokesman, said in an email that while employee surveys have been done in the past, the RCMP is “seeking more specific responses to questions and demographics that will help determine problem areas and what resources will help to address them.”

Cox said results should be available in early 2014, but are “intended to be used for internal purposes.”

Gordon said there are limitations to such a survey. Even though respondents are promised anonymity, some may still be reluctant to complete it out of fear their answers could somehow come back to bite them.

Survey takers are asked at the end to identify their age, gender, marital status, visible-minority status, employee category, the division they work in, and years of service.